Talent Management and Organizational Diversity: A Call for Research

Talent Management and Organizational Diversity: A Call for Research ED IT O R I A L Talent Management and Organizational Diversity: A Call for Research Maura Sheehan , Valerie Anderson Talent management (TM) represents one of the fastest growing areas of both academic research and HRD practice. Since proclamations of a “War for Talent” in the late 1990s, talent management has become one of the most common terms in the managerial and HRD practitioner lexicon (Minbaeva & Collings, 2013 ). An increasing array of TM services features increasingly in consultancy offerings. In May 2014, the American Society for Training and Development (ASTD) renamed itself the Association for Talent Develop- ment (ATD). Professional HRM Associations such as the Society for Human Resource Management (SHRM) in the United States and the Chartered Insti- tute of Personnel and Development (CIPD) in the United Kingdom have recognized increasing interest in this area and have commissioned extensive research into its use and practice in organizational settings. With the nota- ble exception of Collings ( 2014 ), TM has achieved less attention in the HRD scholarly literature. This editorial aims to address this “disconnect.” Drawing on Collings ’ ( 2014 ) call for mature talent management to move beyond an overemphasis on shareholder value http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Human Resource Development Quarterly Wiley

Talent Management and Organizational Diversity: A Call for Research

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Publisher
Wiley
Copyright
© 2015 Wiley Periodicals, Inc.
ISSN
1044-8004
eISSN
1532-1096
D.O.I.
10.1002/hrdq.21247
Publisher site
See Article on Publisher Site

Abstract

ED IT O R I A L Talent Management and Organizational Diversity: A Call for Research Maura Sheehan , Valerie Anderson Talent management (TM) represents one of the fastest growing areas of both academic research and HRD practice. Since proclamations of a “War for Talent” in the late 1990s, talent management has become one of the most common terms in the managerial and HRD practitioner lexicon (Minbaeva & Collings, 2013 ). An increasing array of TM services features increasingly in consultancy offerings. In May 2014, the American Society for Training and Development (ASTD) renamed itself the Association for Talent Develop- ment (ATD). Professional HRM Associations such as the Society for Human Resource Management (SHRM) in the United States and the Chartered Insti- tute of Personnel and Development (CIPD) in the United Kingdom have recognized increasing interest in this area and have commissioned extensive research into its use and practice in organizational settings. With the nota- ble exception of Collings ( 2014 ), TM has achieved less attention in the HRD scholarly literature. This editorial aims to address this “disconnect.” Drawing on Collings ’ ( 2014 ) call for mature talent management to move beyond an overemphasis on shareholder value

Journal

Human Resource Development QuarterlyWiley

Published: Dec 1, 2015

References

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